Incremental Progression. Three (3) Year Trained Teacher - Professional Development
(a) Notwithstanding the provisions of paragraph 7.1.4 (f), a 3 year trained teacher may apply for progression by annual increments from Proficient 4 to 8 subject to the following conditions:
(i) completion of at least twelve (12) months service on Proficient 4;
(ii) participation in one hundred and fifty (150) hours of accredited professional development activities to be achieved at an annual average rate of not less than thirty (30) hours (five (5) days) and to be undertaken outside the hours engaged in teaching; and
(iii) provision of a statement outlining the knowledge and skills acquired through participation in professional development.
(b) Applications for progression identified in paragraph 7.1.6 (a) shall be made through the principal of the school and be subject to assessment and recommendation to the school authority by a panel consisting of:
(i) a representative of the school authority;
(ii) a representative of the teacher seeking progression;
(iii) a representative jointly agreed to.
(c) Applications for progression identified in paragraph 7.1.6 (a) shall include:
(i) certification of participation in accredited professional development activities by activity providers; and
(ii) a brief statement on a standard agreed, outlining the additional knowledge and skills acquired and their application in the teacher's work.
(d) No teacher shall be required to undergo classroom or other inspection for the purposes of certification.
(e) The review panel identified in paragraph 7.1.6 (b) shall make a recommendation to the employing authority as to whether in its opinion the teacher has satisfied the eligibility criteria in clause 7.1.6 (a).
(f) A teacher who is assessed by the review panel as having satisfied the requirements contained in clause 7.1.6 (a) shall be entitled to progress to the next incremental pay step (Proficient 4 to 8 as appropriate) effective from their date of application or on the completion of twelve (12) months' service on their current incremental step (whichever is the later).
Incremental Progression. Three (3) Year Trained Teacher - Additional Qualifications
(a) A three (3) year trained teacher who successfully completes further tertiary study to achieve the status of four (4) year trained teacher shall, as from 1 January or 1 July whichever is the first following such completion, and upon production of satisfactory evidence thereof, have their appropriate salary step in clause 7.1.1 determined according to the following table:
(b) Salary Step – Clause 7.1
(a) Step 1 Graduate Step 2 Proficient 1 Graduate Proficient 2 Proficient 1 Proficient 3 Proficient 2 Proficient 4 Proficient 3 Proficient 5 Proficient 4 Proficient 6 Proficient 5 Proficient 7 Proficient 6 and higher Proficient 8
(b) The arrangements contained in clause 7.1.5
(a) shall not alter the date at which a teacher progresses to the next salary step on the scale (the teacher’s increment date) where applicable.
Incremental Progression. Employees will progress from Step 1 to Step 2 of the salary grid as follows:
a) from the first day of the pay period following twelve (12) months from the date a regular employee commences in a position;
b) from the first day of the pay period following twelve (12) months from the date a temporary employee commences in a position, if still employed in that position.
Incremental Progression. An employee will progress to the next increment as currently occurs (‘their expected increment date’) unless, in the course of implementing an agency’s performance management and/or development system (however described), the employee is assessed either as not performing at a satisfactory level (i.e. the work being performed or produced is not commensurate with the level, quality and timeliness required from the duties (or position)); or as not meeting performance standards. For the purposes of this clause, this assessment is referred to as ‘the initial assessment’.
Incremental Progression. Incremental progression is directly linked with PPR and recognises that performance has been satisfactory and additional skills, experience and knowledge have been acquired. A staff member will advance to the next increment level on their anniversary date. Where unsatisfactory performance or misconduct or serious misconduct procedures have commenced, the increment will be withheld.
Incremental Progression. Three (3) Year Trained Teacher - Additional Qualifications
(a) A three (3) year trained teacher who successfully completes further tertiary study to achieve the status of four (4) year trained teacher shall, as from 1 January or 1 July whichever is the first following such completion, and upon production of satisfactory evidence thereof, have their appropriate salary step in subclause 4 determined according to the following table:
4.1 Salary Step – Clause 4.12.2
(b) The arrangements contained in paragraph (a) will not alter the date at which a teacher progresses to the next salary step on the scale (the teacher’s increment date) where applicable.
Incremental Progression. 22.1 Subject to satisfactory performance an employee shall proceed by annual increments from the minimum to the maximum of the salary range appropriate to the classification allocated to the position occupied in accordance with the following procedures:
22.1.1 The employee’s supervisor shall discuss performance of duties no later than 1 month before an increment is due.
22.1.2 The employee’s supervisor, following discussion with the employee, shall submit an incremental report recommending either payment or deferral of the increment provided that where the employee’s supervisor fails to submit an incremental report the employee’s increment will proceed automatically.
22.1.3 Where deferment of an increment is recommended the report shall detail the steps which have been undertaken to address unsatisfactory performance or behaviour in accordance with the University’s procedures and Schedule K – Unsatisfactory Performance for handling unsatisfactory job performance and unsatisfactory job-related behaviour. The employee shall be informed by the supervisor of the reasons therefore and be entitled to reply in writing and to have the reply considered by the Director, Human Resources. The Director, Human Resources shall review the report and consult with the Head before determining whether the recommendation to withhold an increment will be approved. The Head and the employee will be informed of the decision by the Director, Human Resources.
22.1.4 In the event that an increment is deferred the supervisor shall counsel the employee and identify the steps the employee should take to improve their performance.
22.1.5 The decision to defer an increment shall be reviewed within a period not exceeding 4 months of the date of deferral.
22.1.6 Any subsequent approval for payment of an increment shall be effective from the date approval to proceed is granted. Thereafter, future annual increments shall become due on the original anniversary date.
22.1.7 Subject to Clause 42 – Leave Without Pay, the date of incremental adjustment of salaries shall be the anniversary of:
(a) Appointment of a new employee;
(b) Appointment of an employee to a vacant position at a higher level;
(c) Reclassification of an employee’s position to a higher level; or
(d) Advancement of an employee to a higher level pursuant to this Agreement.
22.2 Notwithstanding the provisions of subclause 22.1 of this Clause the University may, in exceptional circumstances, advance an employee more than 1 incremen...
Incremental Progression. 14.1 From the date of approval of this Enterprise Agreement by SAET, weekly paid employees will be entitled to progress to the next increment in their classification level higher than their previous increment, as follows:
(a) A permanent employee (either full-time or part-time) will progress to the next increment higher than their previous increment within their classification level at the completion of 12 months continuous service.
(b) Provided there has not been a period of more than 3 months (other than for parenting purposes) between periods of paid employment, a casual employee will progress to the next increment higher than their previous increment within their classification level in accordance with the applicable Award or more beneficial arrangement applicable within an agency as at the commencement of this clause (i.e. an ‘existing arrangement’).
(c) In the event an applicable Award provision does not exist, the current agency practice will continue to apply. PERFORMANCE MANAGEMENT AND/OR DEVELOPMENT
14.2 An employee will progress to the next increment as currently occurs (‘their expected increment date’) unless, the employee is/or has been the subject of an agency’s formal performance management and/or development system (however described) and as a result of that formal process, the employee is/has been assessed either as not performing at a satisfactory level (i.e. the work being performed or produced is not commensurate with the level, quality and timeliness required from the duties (or position)); or as not meeting performance standards. For the purposes of this clause, this assessment is referred to as ‘the initial assessment’.
14.3 An employee will be entitled to at least three calendar months prior notice (written or email) of the initial assessment as per clause 14.2 and may, within one month, request either a reassessment or a review of the assessment, which is to be concluded by not later than one month prior to their expected increment date.
14.4 If upon a reassessment or review the employee is assessed either as performing at a satisfactory level or as meeting performance standards, the employee will not be impeded from progressing to the next increment level.
14.5 If pursuant to this clause an employee does not progress to the next increment level, the employee will work with the agency with the object of improving their performance to at least a satisfactory level during the ensuing six months after the initial assessment (and there...
Incremental Progression. 13.1. Progression from one pay point level to the next within a classification is subject to an employee meeting the following criteria:
13.1.1. competence at the existing classification level,
Incremental Progression. At the conclusion of each 12 month period following the date of entry into a classification level, employees shall be eligible for incremental progression within level if:
i. The employee has given satisfactory performance over the preceding12 months; or
ii. Where an employer does not review the performance and development of an employee within two months after the 12 month anniversary date mentioned below in clause “12.2 Staff Development Performance Review”, the employee shall progress automatically within his/her classification level except where an adverse report is received by the employer regarding performance. In cases where a performance review is delayed and there is not an adverse review, the anniversary increment date shall not be changed and advancement to a higher increment, if any, will be paid retrospectively to the anniversary date. In the case of an adverse performance review, incremental progression will be delayed until performance is satisfactory and a new increment date will be set as the date on which the performance is assessed as satisfactory. With the exception of registered Nurses, movement to a higher level shall occur by way of promotion or reclassification. Registered Nurses will progress from CatholicCare Canberra & Goulburn Level 4 to Level 5 based on years of service. For Assistants in Nursing, incremental progression from Level 2 Grade 3 to Level 2 Grade 4 will only occur upon completion of Certificate III, regardless of increment date. For Disability Support Workers at Xxxxxxx Sales Cottages incremental progression from Level 2 Grade 1 to Level 2, Grade 2 will only occur upon completion of Certificate III, regardless of increment date. Progression to Level 2 Grade 3 will occur 12 months after this date. Incremental progression from Level 2 Grade 3 to Level 2 Grade 4 will only occur upon completion of Certificate IV. For Community Disability Support Workers progression from a Level 2 to Level 3 will only occur after completion of a relevant tertiary qualification or after 12 months satisfactory performance at Level 2 Grade 3.
